| Summary: | 碩士 === 國立臺北大學 === 企業管理學系 === 101 === In order to achieve growth, enterprises must manage staff’s organizational identification(OIN). Employee's role is not only internal stakeholders, but also the key force to implement CSR. The current research focus on the aspects of employees' awareness of CSR, rather than actual participation. Therefore, the study of staff’s involvement in decision-making and actitivies in CSR activities becomes relative importance. This study uses the Social Identity Theory as fundation and the organizational identity (OI) research, which is rare in Taiwan now, as a starting point to explore the hidden psychological status in employees’ understanding in OI, and extended study on the coorelation between OIN and organization perfromance (OP), and the impact when staff participating CSR activities. Enterprises should not only improve their employees’ consense on OI, but also reposition employees’role in participation and CSR activities in order to enhance OP.
This research questionnaire is developed to target those at least one-year experience employees with domestic companies located in North Central Taiwan. Of 250 survey samples sent in total, 231 validated are received. The research adopted the method of Hierarchical Regression to evaluate the cause-effect relationships among the following corporate attributes: OI, OIN, OP and CSR. The results of this research concludes: The employees' OI influences positively on their OIN, and the level of the relationship between these two attributes is positively impacted by its CSR participation. The employees' OIN influences positively on the OP, but the level of relationship between these two attributes is not positively affected by its CSR participation.
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